New Business: Committee Chairs

Executive Committee: Ms. Heidi Tuszynski reported the following:

members continue to work on the goals and budgets for next year, the Annual Report, and improving the membership process

members are finalizing the Empowerment Summit

members have discussed the need to begin compiling Actions Steps for improving the Civil Service system

Citizens Advisory Committee:

Ms. Heidi Tuszynski reminded members that someone will need to take the lead of assisting the CAC's in building a better foundation once she is off the Council in July responsibilities include reading the minutes, quarterly calls with the CAC's and providing support and resources.

Ms. Heidi Tuszynski has learned that some CAC's have developed subcommittees to look at membership, created brochures, made a better connection with their DA's, and have initiated more agenda work for the meetings all of which has shown to be a positive outcome from the training back in March.

Legislative and Public Awareness: Ms. Passle Helminski reported the following:

Ms. Passle Helminski attended the Hearing last week and learned that the Employment First Bill requires at least seven to fourteen amendments before it can move forward

Ms. Heidi Tuszynski viewed the live stream of the Hearing, and has expressed concern with a legislator's comment about accommodations being too expensive; she feels the lack of knowledge about the costs of reasonable accommodations needs to be addressed

Ms. Jen Garman (DRP) who also attended the Hearing, said that she had forwarded information to the legislators on the average cost of accommodations

Senator Vulakovich, who co-sponsored the Civil Service Modernization legislation, listened to the member's concerns and has asked to hear additional stories about the state testing similar to Ms. Heidi Tuszynskis'. Senator Vulakovich encouraged members to take incremental steps with their continued efforts in improving the Civil Service system

Mr. Mike Cortez, Esquire, Office of Senator Lisa Baker, has recommended that members compile a list of Action Steps to return back to him for Senator Baker to review

Ms. Heidi Tuszynski complimented Ms. Claire Senita, Ms. Juliet Marsala, and Dr. David Mann for a job well done as first time participants on the legislative visits

members discussed other organizations that are currently talking with legislators on various disability related issues with Civil Service; members suggested to reach out to ask for letters of support once the recommendations are completed so that a more concentrated focus is apparent

OVR Policy and State Plan: Dr. David Mann reported the following:

members will be part of the Post-Secondary Training Policy workgroup which should take place sometime in December; members will take a look at data to determine what needs reviewed in order to get a better sense of the outcomes before and after the tuition change

the committee will no longer discuss topics related to CareerACCESS

Customer Satisfaction: Ms. Mary Brougher reported the following:

members continue to meet quarterly to review the combined surveys

members continue to focus on the lack of survey responses

members did vote in support of merging the Customer Satisfaction Committee into the Policy Committee and Dr. David Mann remaining the Chair

the Policy Committee will focus on Customer Satisfaction every three months however, will address related issues if they arise throughout the months in between

Ms. Heidi Tuszynski had a difficult time applying through Gateway on her IPad and has recommended that the committee take a look at this new referral process; OVR recommended either having a call, webinar, or demo in person to address any accessibility issues

Transition and Education: In the absence of Ms. Cindy Duch, Ms. Linda Williams reported the following:

members continue to discuss the best way to merge the Transition and Education Committee with the CareerLink Committee

next conference call is November 2nd at 2:00 PM

CareerLink/WIOA: Ms. Juliet Marsala reported the following:

members voted on being open to a potential merge with the CareerLink Committee and are waiting approval from the Transition and Education Committee

members reviewed the report provided by Mr. Ryan Hyde about the Northwest Workforce Development Boards going mobile

the mobile CareerLinks appear to have more of an increased focus on accessibility

members will focus and further explore on how mobile CareerLinks would benefit individuals in the deaf community

Mr. Ryan Hyde explained that the term mobile is being used loosely as some locations such as Erie, would like to rename, as they are not using vans on wheels, while others, such as Allentown, who are using a modified R.V., does drive around from one location to the other

Social Media/Outreach: Ms. Claire Senita reported the following:

members have been busy completing the six videos

members continue to work on the success stories with Mr. David DeNotaris

Suasion has fixed the recruitment video and has sent back for Council to review

members continue to promote the use of social media and reminded members to send in their biographies to be posted on Facebook

OFFICE OF VOCATIONAL REHABILITATION (OVR) REPORT

Ryan Hyde, Director of Central Operations, reported the following in the absence of David DeNotaris, Executive Director, Office of Vocational Rehabilitation:

OVR will be experiencing a budget shortfall over the next year

Under WIOA, OVR is required to reserve fifteen percent, or twenty million dollars, for Pre-Employment Transition Services and have been able to break even the past few years because of the reallocation funds, however, this year only received 6.5 million dollars in reallocation funds creating a shortfall of 13.5 million dollars.

lack of reallocation funds were due to less money returned from the states, as well as the request from Texas, after the hurricane, for full funding which the Federal Government could grant through an emergency process

the Federal Government is no longer going to issue Federal Supported Employment funds

OVR had approximately five hundred thousand dollars left over from last year however, that will be spent quickly

OVR will continue to strategize ways to move as much money to field services as possible, however, fixed cost can make that difficult to manipulate

OVR will have approximately forty million dollars for VR services

it is imperative that OVR is mindful of all services and new policies going forward so that they can manage and serve customers with the existing levels of staff and funding

OVR has reduced overtime pay and has lowered the number of hours

customer service travel will continue however, OVR staff is encouraging all to limit other unnecessary travel

Under the Governor's Travel Policy, out of state travel must be mission critical to the job and only allows two staff members to travel to an out of state event

Ms. Heidi Tuszynski has recommended OVR to create a spreadsheet outlining initiatives so that others can see how each initiative will build upon what is already in place and how it will enhance the customer's future

Mr. Ryan Hyde has suggested a training on the Vocational Rehabilitation Act especially since the Council has many new members

Ms. Juliet Marsala made a motion to request training on the Vocational Rehabilitation Act during a future Full Council Meeting. Mr. Matt Seeley seconded the motion. All were in favor.

QUARTERLY PROGRESS REPORT ON THE STATE PLAN GOALS

Ms. Lee Ann Stewart, OVR Division Chief of Policy, Staff Development & Training, presented the following updates on State Goals and Priorities:

** the following information was taken directly from Ms. Stewart's report:

WIOA 6 Common Performance Measures for all core programs under WIOA:

There is a reprieve for the first 2 years of implementation before we begin reporting on the performance measures. We have begun collecting the data elements as of July 1, 2017:

Percentage of participants in unsubsidized employment during second quarter after exit

Percentage of participants in unsubsidized employment during fourth quarter after exits

Median earnings of participants during second quarter after exit

Percentage of participants who obtain a post-secondary credential or secondary school diploma with 1 year after exit

OVR is preparing our first 911 quarterly report on the data that is due to RSA by Nov. 15, 2017. RSA will be combining data received for all core programs (OVR, Title I: Adult, Dislocated Worker and Youth Programs, Title II: Adult Education and Family Literacy Act Programs, Title III: Wagner-Peyser Employment Service Program) in each state and then report back to the States on the WIOA Common Performance Measures for each State. PA OVR is ahead of most States in our organization and data collection.

OVR's Goals and Priorities in Combined State Plan

Increase Employment Opportunities for Individuals with Disabilities.

a. Expand the availability of apprenticeships, internships and on the job training (OJT) for individuals with disabilities.

BSOD is working with the Philadelphia DO on "pre-apprenticeship/OJT" activity. OVR pays 1/3 or wages for 30 days for registered apprenticeships opportunities. Some jobs are information processing, office automation, marketing, retail. We continue to work with Eric Ramsey in the L & I Apprenticeship office.

HERCO-Hershey Entertainment. Internships, WBLE's at Chocolate World.

Partner with the Bureau of Workforce Partnership and Operations (BWPO) to ensure programmatic and physical accessibility of the Pennsylvania CareerLink's for equal access for individuals with disabilities.

No update

Create and expand interagency agreements between OVR and local Career and Technology Centers and other community based organizations.

a. No update

Other information:

About 150 positions open through Synchrca in Middletown and Carlisle. They are a 3rd party vendor for a company out of MA. Work is warehouse, light manufacturing, product recovery.

Giant Eagle-New Distribution Center in Washington PA

Carnegie Library has some specialty position in downtown Pittsburgh Campus.

Bureau of Juvenile Justice MOU. This is a replicate WBLE, PETS opportunity for students who are in the juvenile justice system. Most are in residential facilities.

Transportation initiatives with Enterprise. Per Ralph Roach, many businesses are beginning to partner with Enterprise to hire drivers to pick up employees and transport to place of employment for those with transportation challenges.

Increase/Improve Transition Services for Students with Disabilities

a. Increase pre-employment transition services for students with disabilities.

OVR has about 130 provider agreements for Pre-Employment Transition Services and about 30 Innovation and Expansion Projects related to PETS delivery.

OVR is again involved in preparations for the 2017 PADES conference to be held in the Valley Forge area on Dec. 6-7, 2017. Interested high school students will be invited to participate in educational sessions as well as the FAB LAB and a job fair. So far how many schools, et planning to attend. We will have staff from Norristown and Philadelphia invited, especially Business Service Representatives, Placement Counselors, and Early Reach Coordinators.

OVR continues to approach PETS implementation through three avenues: Staff, Fee for Service agreements, and contracts. PETS funds for the entire FFY are estimated to be $20M. OVR is focused on developing more summer programs. In addition to the Summer Academies for Visual Impairment, Deaf and Hard of Hearing, and Individuals with Autism, we are working with the Bureau of Special Education on the Achieve Program. This is a summer program that bridges the gap between high school, summer employment, and college to assist students with Autism to transition. The colleges involved are Edinboro, Indiana University of PA, Kutztown, and West Chester. Local High Schools located near these college settings are participating.

Experience the Employment Connection (EEC): Possibilities in Action, a statewide interagency training initiative designed to increase effective person-centered service delivery for individuals with disabilities in relation to employment is coming to an end in November.

This is a joint initiative between OVR, Dept. of Educations' Bureau of Special Education, DHS (Office of Developmental Programs, including Bureau of Autism Services), Office of Mental Health and Substance Abuse. Fifteen sessions occurred between Sept. and Nov. 2017. The focus was on Employment First and included a variety of interactive activities that encouraged discussion and collaboration among participants. The afternoon session includes a separate session for Executive/Management staff from partner agencies to brainstorm ideas toward increased collaboration. Although participation numbers seemed to be down, those who did attend provided positive feedback.

d. Expand BBVS Overbrook School for the Blind Summer Transition Initiative to create summer employment opportunities for transition age students who are blind.

e. Research best practices for the implementation of peer mentoring opportunities. Staff continues to collaborate with the Office of Mental Health and Substance Abuse Services (OMHSAS) to develop Peer Support Training Curriculum.

OVR is working with OMHSAS to identify formal pathways within which to develop training and implementation of Peer Supports within PA.

3. Increase Community Education and Outreach

a. Work with the PaRC to share best practices and outreach methods to increase participation in the Citizens Advisory Committee meetings.

c. Educate staff on accessibility and technology based upon universal design principles. Thanks to OVR Training Director, Sara Gales, who has added live captioning services to all video conference training sessions. The transcript is available for any video recorded training that is added to our training portal (Media Manager) for future staff use.

UPDATES FROM STAKEHOLDERS

The Central PA Workforce Development Corporation has launched "The Link" (a mobile career services vehicle) to extend PA CareerLink services into communities where there is no brick and mortar PA CareerLink office.

Outfitted with seven computers, internet, a printer, presentation screen, and ADA accessibility, The Link offers state-of-the art technology. This career center on wheels is the first of its kind in Pennsylvania.

The Link offers a variety of services for jobseekers including but not limited to career guidance, assistance with searching and applying for jobs, resume and cover letter review, and work readiness workshops and training provided by workforce professionals.

Companies, agencies, community partners and more can request to have The Link come to their location. For example, in September the Link was onsite at the Lycoming County Pre-Release Center where male and female residents participated in a Job Searching with a Criminal Background Workshop. Residents were registered into JobGateway(SM) and were provided open time
Client Assistance Program (CAP), Ms. Julia Blackwell, CAP Advocate

Ms. Julia Blackwell will be providing her update along with Mr. Steve Pennington later in the day when they discuss their Civil Service recommendations

worked with staff from the York office on activities for National Disability Employment Awareness month

Mr. Koert Wehberg provided training on accommodations and the Americans with Disabilities Act for employers in Lancaster and will provide another training in York this Friday at the Harrisburg Area Community College

State Independent Living Council (SILC): Mr. Matthew R. Seeley, Esq.,
Executive Director, provided the following update:

Disabilities Options Network, New Castle Center for Independent Living, was awarded a Grant to re-establish the Three River Center for Independent Living in Pittsburgh; this will add three additional counties to the four that they already serve

the next SILC meeting is November 9th

a Statewide Action Team (SWAT) will be re-established to work on objectives and action items consistent with the state plan for Independent living as well as each Center for Independent Living's goals

PUBLIC COMMENT

No public comment

APPROVAL OF THE CONSENT AGENDA, WHICH INCLUDES:

Agenda/Minutes/Committee briefings and motions

Appointments: Mr. Fred Wright, Labor

2017 Annual Report/Calendars (Accomplishments section)

Support of the following State bills: HR 460 and SB 677

Federal bills: HR 1734 and SB 732

Combining of the Policy and State Plan committee with the Customer Satisfaction committee

Ms. Passle Helminski made a motion to approve the Consent Agenda. Ms. Juliet Marsala seconded the motion. All were in favor.

CIVIL SERVICE RECOMMENDATIONS:

the following recommendations to improving hiring practices within State agencies were copied directly from the information that Mr. Steve Pennington and Ms. Julia Blackwell provided:
Needless to say, the comments below are very preliminary and intended to continue the SRC's discussion about including a process within the State Civil Service Commission's (SCSC) law/regulations to increase the employment of people with disabilities within State agencies. None of the 5 options we identify below are satisfactory in our opinion. We also avoid the classification of applicants with disabilities as noncompetitive. In a hiring system, based upon education and experience, the term has a negative connotation. The proposed regulation is an attempt to address these shortfalls.

The questions that need to be answered:

1. What is the goal?

a. increased employment of people with disabilities in government

b. findings; purpose

Findings.

i. High unemployment rate for pwd in the Commonwealth

ii. Commonwealth is largest employer in Pa.

Iii. SCSC process has built barriers

Purpose.

I. maximize opportunities for pwd for CIE in state gov't/ equality of opportunity/level playing field/ etc.

2. Problems with the SCSC hiring process?

a. fails to recognize that It is impracticable to examine (Sch. A rationale/focuses on applicant)

b. has built in barriers that cannot be eliminated through revision. What are they?

c. other

3. What are the options?

a. set aside (N.Y. Civil Service Law)?

b. preference (veteran)?

c. exemption/exception (Sch. A)?

d. targets/quotas

e. affirmative action (Calif code)

4. Examples

a. FEDERAL - SCHEDULE A

§ 213.3101 Positions other than those of a confidential or policy-determining character for which it is impracticable to examine.

Upon specific authorization by Office of Personnel Management (OPM), agencies may make appointments under this section to positions which are not of a confidential or policy-determining character, and which are not in the Senior Executive Service, for which it is not practicable to examine. Examining for this purpose means application of the qualification standards and requirements established for the competitive service. Positions filled under this authority are excepted from the competitive service and constitute Schedule A. For each authorization under this section, OPM shall assign an identifying number from 213.3102 through 213.3199 to be used by the appointing agency in recording appointments made under that authorization.

(1) Purpose. An agency may appoint, on a permanent, time-limited, or temporary basis, a person with an intellectual disability, a severe physical disability, or a psychiatric disability according to the provisions described below.

(2) Definition. "Intellectual disabilities" means only those disabilities that would have been encompassed by the term "mental retardation" in previous iterations of this regulation and the associated Executive order , Executive Order 12125, dated March 15, 1979.

(3) Proof of disability.

(i) An agency must require proof of an applicant's intellectual disability, severe physical disability, or psychiatric disability prior to making an appointment under this section.

(ii) An agency may accept, as proof of disability, appropriate documentation (e.g., records, statements, or other appropriate information) issued by a licensed medical professional (e.g., a physician or other medical professional duly certified by a State, the District of Columbia, or a U.S. territory, to practice medicine); a licensed vocational rehabilitation specialist (State or private); or any Federal agency, State agency, or an agency of the District of Columbia or a U.S. territory that issues or provides disability benefits.

(4) Permanent or time-limited employment options. An agency may make permanent or time-limited appointments under this paragraph (u)(4) where an applicant supplies proof of disability as described in paragraph (u)(3) of this section and the agency determines that the individual is likely to succeed in the performance of the duties of the position for which he or she is applying. In determining whether the individual is likely to succeed in performing the duties of the position, the agency may rely upon the applicant's employment, educational, or other relevant experience, including but not limited to service under another type of appointment in the competitive or excepted services.

(5) Temporary employment options. An agency may make a temporary appointment when:

(i) The agency determines that it is necessary to observe the applicant on the job to determine whether the applicant is able or ready to perform the duties of the position. When an agency uses this option to determine an individual's job readiness, the hiring agency may convert the individual to a permanent appointment in the excepted service whenever the agency determines the individual is able to perform the duties of the position; or

(ii) The work is of a temporary nature.

(6) Noncompetitive conversion to the competitive service.

(i) An agency may noncompetitively convert to the competitive service an employee who has completed 2 years of satisfactory service under this authority in accordance with the provisions of Executive Order 12125, as amended by Executive Order 13124, and § 315.709 of this chapter, except as provided in paragraph (u)(6)(ii) of this section.

(ii) Time spent on a temporary appointment specified in paragraph (u)(5)(ii) of this section does not count towards the 2-year requirement.

b. NEW YORK

55-a. Employment of persons with disabilities by municipalities. 1. Municipal civil service commissions in the state may, by rule, determine a prescribed number of positions, not to exceed seven hundred positions, with duties which can be performed by physically or mentally disabled persons who are found qualified, in the manner hereafter prescribed, to perform satisfactorily such duties.

2. Upon such a determination, such positions shall be classified in the non-competitive class, and shall be filled by persons who shall have been certified by either the commission for the blind in the state office of children and family services as physically disabled by blindness or by the state education department as otherwise physically or mentally disabled and, in any event, qualified to perform satisfactorily the duties of any such position. At least three hundred of such positions shall be filled by persons who have been certified as physically disabled. If no qualified physically disabled persons have applied for such positions, the municipal civil service commission may fill those unfilled positions with qualified mentally disabled persons.

3. Prior to making certification of physically or mentally disabled persons for any such position, the commission for the blind in the case of persons physically disabled by blindness or the state education department in the case of persons otherwise physically or mentally disabled shall obtain from the appropriate municipal civil service commission a detailed description of all duties of the position, and shall investigate the extent of the disability by examination of any such person or otherwise, and shall determine and report its findings to the appropriate civil service commission, as to the ability of the disabled person to perform the duties of such position. Such findings shall be given due consideration by the municipal civil service commission.

4. Notwithstanding any other provision of law, a municipal commission may, for titles designated by it, extend to employees in the service of a civil division who are holding or who have held a position in the non-competitive class of such services pursuant to the provisions of this section, the same opportunity as employees in the competitive class to take promotion examinations.

5. Notwithstanding any other provision of law, a municipal commission shall treat employees appointed pursuant to the provisions of this section, who are holding or who have held a position in the non-competitive class, as if they were employees in the competitive class where, because of economy, consolidation, or abolition of functions, curtailment of activities or otherwise, a number of such positions in either the non-competitive or competitive classes are abolished or reduced in rank or salary grade, suspension or demotion, as further provided in title C of article five of this chapter. For purposes of seniority, the date an employee is appointed pursuant to this section, shall be deemed equivalent to the date a competitive employee is appointed from an eligible list.

55-b.

1. The commission may determine up to twelve hundred positions with duties such as can be performed by persons with a physical or mental disability who are found otherwise qualified to perform satisfactorily the duties of any such position. Upon such determination the said positions shall be classified in the noncompetitive class, and may be filled only by persons who shall have been certified by the employee health service of the department as being a person with either a physical or mental disability. The number of persons appointed pursuant to this section shall not exceed twelve hundred.

2. Those employees hired under subdivision one of this section, shall be afforded the same opportunity to take promotional examinations as provided to employees in the competitive class.

c. CALIFORNIA
19230.The Legislature hereby declares that:

(a) It is the policy of this state to encourage and enable individuals with a disability to participate fully in the social and economic life of the state and to engage in remunerative employment.

(b) It is the policy of this state that qualified individuals with a disability shall be employed in the state service, the service of the political subdivisions of the state, in public schools, and in all other employment supported in whole or in part by public funds on the same terms and conditions as the nondisabled, unless it is shown that the disability is job related.

(c) It is the policy of this state that a department, agency, or commission shall make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee who is an individual with a disability, unless the hiring authority can demonstrate that the accommodation would impose an undue hardship on the operation of its program. A department shall not deny any employment opportunity to a qualified applicant or employee who is an individual with a disability if the basis for the denial is the need to make reasonable accommodation to the physical or mental limitations of the applicant or employee.

5. PROPOSED CHANGES

The reg. below would be added to section 95.1 of the proposed SCSC regs. 95.1(g). Whether it can be added to the current proposed SCSC regs., needs to follow IRRC procedures, or needs to be legislated has not been considered.

What we propose does not eliminate pwd from the competitive hiring process. It simply eliminates the exam requirement. For all applicants, experience and qualifications will be the determinative factors in hiring. Test results will only determine ranking for applicants who are not disabled.

In the proposal below, we followed the Schedule A fed. regs. as much as possible. The definition of disability follows LAD. As I have said, if we follow Schedule A, the SCSC proposed regs. need to include a section that covers positions to which it is impracticable to examine and are excepted from the competitive process based upon disability. The question, of course, is why is it impracticable. Disability status alone or something else? Schedule A defines this in terms of the difficulty of applying the qualification standards and requirements of the position. What this means is unclear to me. People with disabilities can't compete? I think we would need to come up with a different rationale for the reg. other than preference or exception based upon the assumption an applicant with disability needs help. Maybe it can be as easy as eliminating the barriers/obstacles within the SCSC process for applicants with disabilities.

New York attempts to deal with the problem of a competitive process that uses exam results in the hiring process by establishing a set-aside of entry level jobs. It is our view, pwd should be able to compete at all levels of state gov't based upon qualifications and experience and not be limited by the lack of exam results.

California uses an AA approach and relies upon individual state agencies to develop a plan for hiring pwd. We do not support an approach that relies upon further state agency consideration of hiring pwd.

PROPOSED REGULATION

95.1 (g). Selection of Persons with Disabilities for Entrance to, or Promotion in, the Classified Service.

(1) An agency may appoint, on a permanent, time-limited, or temporary basis, a person with a disability according to the provisions below.

(2) Persons with disabilities are exempt from the examination process and rating. The selection of a person with disabilities to compete in the classified service shall be based upon the individual's education, employment and other relevant experience. Qualified individuals with disabilities will be included in the list of other rated applicants submitted for employment.

(3) "Disability" means physical or sensory disability, infirmity, malformation, or disfigurement which is caused by bodily injury, birth defect, or illness including epilepsy and other seizure disorders, and which shall include, but not limited to, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impairment, deafness or hearing impairment, muteness or speech impairment, or physical reliance on a service or guide dog, wheelchair, or other remedial appliance or device, or any mental, psychological, or developmental disability, including autism spectrum disorders, resulting from anatomical, psychological, physiological, or neurological conditions which prevents the typical exercise of any bodily or mental functions or is demonstrable, medically or psychologically, by accepted clinical or laboratory diagnostic techniques. Disability shall also mean AIDS or HIV infection.

(4) Proof of Disability.

(I) the SCSC must require proof of an applicant's disability prior to making an appointment under this section.

(II) the SCSC may accept, as proof of disability, appropriate documentation (e.g., records, statements, or other appropriate information) issued by a licensed medical professional (e.g., a physician or other medical professional duly certified by Pa. to practice medicine); a licensed vocational rehabilitation specialist (State or private); or any Federal agency or State agency that issues or provides disability benefits.

* Ms. Mary Brougher suggested an adjustment to the agenda to allow time to further discuss Action Steps to improving hiring practices within the Commonwealth. This will be done during the time that was allotted for Recruitment.

*Ms. Linda Williams let members know that she received a call from Ms. Leslie Kelly informing her that she would not be at the meeting today due to the passing of her mother. Ms. Williams will be sending a sympathy card on behalf of the Council.

Q & A - Mr. Ryan Hyde, Director of Central Operations, Office of Vocational
Rehabilitation - Council had emailed Mr. Hyde various questions prior to the meeting today. Mr. Hyde sought guidance from OVR's Legal Department (a staff member in Policy who interfaces with the Governor's Office) and provided the following answers:

in regards to the Council's role, members of the PaRC are an official appointed public official who are housed in Labor & Industry

members are encouraged but not required to follow the Governor's code of conduct which is different than the past

members are not required to file ethics or financial disclosure documents

members are not covered by the gift ban but encouraged to honor the spirit that the ban has intended

For further inquiries, PA Office of Administration's website provides F-A-Q's as well as details as to what the spirit of the gift ban entails

members have to adhere to the Governor's travel guidance and no more than two people can travel to one event/training out of state. This requires submitting the required travel paperwork which has to be approved

regarding liability issues, OVR's Legal Department is directing members to send specific questions and scenarios in for further advice since it can be a complex process with many variables, but generally speaking, the Commonwealth has sovereign immunity

Mr. Hyde will pass along further questions members presented about insurance under the Commonwealth that would cover them if for example, a member would fall during a visit at the Capitol

members can use their Hilton Honor rewards for credit earned however, staff reminded members that in order to receive the full amount of points, members will have to make their own reservations and pay the standard room rate up front; members will be reimbursed at the state rate and anything above would be the responsibility of the member

if you are not granted the state rate at the time you are booking a hotel room, you will be reimbursed at whatever rate you are charged - staff will document that the state rate was requested but denied on the purchase orders

regarding the appointment process, members just wanted to confirm that after the application leaves the Council, it is reviewed by OVR, who in turn, submits to Labor and Industry for the Secretary to review and then on to the Governor for approval

Mr. Hyde said he believes that the Governor receives it through the Policy Office but at some point, the Secretary of L&I does review the application

Ms. Heidi Tuszynski said that the current process is working but has asked for clarification since Mr. Steve Pennington sent an email stating that SRC appointments are made by the Secretary of L&I
Mr. Hyde will seek clarification from the Legal Department

Ms. Tuszynski did receive confirmation from RSA about members right to see the Fair Hearing Appeals and is still waiting on a response from Ms. Cathy Lantzy

RECRUITMENT has now changed to discussing:

ACTION STEPS TO IMPROVING HIRING PRACTICES WITHIN THE COMMONWEALTH OF PA: members discussed the following recommendations:

Schedule A

Universal Design: ensuring that access to the test is universal

Removing Barriers: encourage Civil Service to Update their Job Description which is outdated and not specific to the job that is being offered; get rid of the test all together; addressing attitudinal barriers by provided Sensitivity Training for those evaluating and/or prescreening candidates which could be accomplished through OVR's Business Services

Internship Opportunity

Hiring Preferences

Affirmative Action: the policy of favoring members of a disadvantaged group (People with Disabilities) who suffer or have suffered from discriminations within a culture.

using a benchmark such as the 7 percent hiring goal, does not really provide a clear look at the population density where people with disabilities live in comparison to where state positions are located; the University of New Hampshire has a Institute on Disabilities that produces disability statistics and could probably provide a disability distribution within the Commonwealth

do not limit to State Civil Service jobs only - produce action steps to change hiring for the entire Commonwealth whether people are hired through Civil Service or just direct Commonwealth Employees; widen this perspective and talk about Commonwealth Government mandating state contractors who receive revenue to deliver products and services to the Commonwealth set levels so that those contractors be required to take affirmative action to hire people with disabilities

follow up with Jen Garman, Disabilities Right Pennsylvania (DRP), on the average cost of accommodations so that when asked how much it will cost, members could provide figures to the legislators

State Civil Service approached Senator Lisa Baker's office about their job descriptions and brought forth the argument that their tests are very good, however, they test to the job description and if the job description is outdated or not specific to the job being offered, then the test becomes obsolete; the test would become more applicable to the job requirements if you fix the job descriptions.

there are three potential components to impact economic capacity for people with disabilities: State Hiring (Civil Service and Non Civil Service Positions),
State Contractor Hiring and Supplier Diversity Contracting

Accountability: set a goal/target that they need to meet annually and then report on it; set a mandate that they do an evaluation and a regular audit of the accessibility of their websites/career application sites; have them take action to begin planning for utilizing universal design principals during the hiring process

ALL MEMBERS SHOULD REVIEW THE FOLLOWING: the Governor's Employment First Executive Order, highlights of Section 501 of the Rehab Act which could apply to state hiring, Section 503 Regulations of the Rehab Act would apply to state contractor hiring and ACT 69 Civil Service Modernization Act

once members have drafted a document, Council will look to other organizations/stakeholders who would be willing to support the Action Steps and share in the responsibilities